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Compensation Assignment
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Instructions- |
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Section B (4-6 pages): Section B is essentially a continuation of your analysis from Section A, focusing on structural variables. In fact, you might end up repeating some of your commentary from Section A, as some groups tend to address ‘solutions’ (Part B) as part of their analysis in Section A. Chapter 2 details characteristics of all 3 strategies, and will help you in your description of what you would do to implement the solutions (e.g., Compensation Notebook 2.1 and 2.2). Reference: Chapters 1 – 3 |
Section E (2 pages rationale
plus skill grid):
Describe your pay for knowledge plan, including the skill blocks you have chosen, in the form of a skill grid similar to that in Table 4.1. Please address “Issues in Developing a Skill Based Pay System”. You do NOT need to price the skill blocks.
Reference: Chapter 4
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Section C (4-5 pages written Section C asks you to develop a reward and compensation strategy by following the first 4 steps in figure 6.1. A sample compensation strategy template is in the textbook (figure 6.2), and reading the example in the textbook will help you get a better understanding of the process that you can then apply to Duplox. The key outcome of this Section is a set of compensation strategy templates – one for each employee group that differs in its compensation strategy.
You will have one template for the pay for knowledge group (TSS) and 4 for the Job Evaluation groups. The 4 JE groups are: (1) Directors / Managers, (2) Sales, (3) Administrative / Clerical, (4) Professional. Please give an indication of some of the items you might include within indirect pay and performance pay categories. Chapter 5 discusses Performance Pay – and the summary charts outlining advantages and disadvantages of each type of pay plan will assist you in identifying which (if any) performance plans should be used at Duplox. Section C instructions mention not to forget behavioural objectives you are setting – these can be high level…I do not expect a detailed chart like Table 6.2. Reference: Chapter 6
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Section F (2 pages): Select and justify 8 – 10 firms to use as appropriate comparators to calibrate pay to the market. Include a detailed rationale for selecting each company by using a table of how each possible market comparator stands on each of your selection criteria (refer to “Defining the Relevant Labour Market”). Include a print out of screen 1 as well. Reference: Chapter 9 |
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Section G (2 pages): Select 3 – 5 benchmark jobs to use in calibrating your JE system to the market from the compensation survey (Simulation eText). Include a market match for a job to which you gave a low JE point total, one for which you gave a high JE total, then 2-3 jobs in between. Explain your rationale for the jobs you select (refer to Chapter 8 – Testing the JE System).
Compare job descriptions carefully (hint: match job content rather than title!), and use the “job description trailers” and capsules in the Simulation eText to help you make your choices. Reference: Chapter 9 |
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Instructions |
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Section H (market line + rationale of simple vs. weighted mean): Develop a market line (i.e., follow instructions in the first two paragraphs of “section H” in the Simulation text). Relate JE points to dollars through the creation of a market line (chapter 8). Decide whether to use “simple mean total compensation” as your measure or “weighted average mean total compensation” as your measure and explain why you made the choice you did. You might find that you need to tweak some of the job evaluation results you came up with in Section D. *You do NOT need to create a pay policy line or pay structure – ONLY a market line. Reference: Chapter 9 |
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